Research On The Impact Of Interaction Between Human Resource Management Policies And Relationship Practices On Organizational Performance

As China's enterprise competitiveness enhancement,researchers in academical and practice area call and encourage that local management research should be studied in the Chinese context."Guanxi" is the typical Chinese context research,has attracted the attention of scholars.Organization management should be influenced by all kinds of"Guanxi".The existing studies are mostly based on the research of individual level,and most of these studies found the positive effects of the "Guanxi".If the research perspective be viewed to the group or organization level,some of scholars found the negative effects of the "Guanxi".Chao C.Chen(2004)examined "the effect of guanxi practices in human resources management(i.e.,making HRM decisions on the basis of personal relationships)on employees' trust in management in Chinese organizations." Results of the study suggest that "when HRM decisions are made based on guanxi,employees will view the management as less trustworthy.The negative effect of guanxi HRM practices on trust in management will be mediated by perceived procedural justice." But analyse from some related results variable,guanxi practice in essence is more likely to affect HRM practices in organization,even which affect organization performance.These research accumulation of empirical data,illustrates the guanxi practice in organization management in China,especially in HRM has a wide influence.Other foreign studies have proved that human resource management can effectively promote organization performance,they put forward High performance work systems,best fit HRM practices,High-involvement work practices,High Performance HRM Practices,strategic HRM practices etc.Shaista E.Khilji and Xiaoyun Wang(2006)"argue that inconclusive findings in the SHRM literature regarding the relationship between HRM systems and organizational performance may result primarily from methodological weaknesses and a failure of researchers to distinguish between HRM practices intended by the organizations and those actually implemented."Past:Those empirical studies on the effect of HRM on organization performance measurement are more likely to be a mixture of HRM intended(policy)and implement.But is to distinguish between the two and will be affected by some intermediate variables.Special may be affected by the Chinese situational variables "Guanxi practice".Firstly,this study proposed to distinguish HRM intended(policy)and implement,the two effects on organization performance is not the same;secondly,research found Guanxi practice may affect the implementation of HRM policy and then affect organization performance.This study on Social Exchange theory,LMX theory and Equity theory as the theoretical basis,hypothesizing a Mediated Moderation Model in HRM intended(policy)and implement,Guanxi practice for Affect in organizational performance,the research found guanxi practice can influence the implementation of HRM policy,which has a negative effect on organizational performance.This study designed HRM policy and HRM implement different measuring scales,in order to distinguish the predecessors' research of HRM practice,and to test the reliability and validity of the scales.In addition,this study was to test the Mediated Moderation Model,using the experience of predecessors,the three rounds of multi-level regression analysis,finally based on the investigation of the effective sample datas to test hypothesises,as following main conclusions:Conclusion 1:HRM policy and HRM implement should be to distinguish,HRM policy and HRM implement influence on organizational performance is independent of each other.Conclusion 2:On the basis of fairness and justice to design HRM policy should restrict organization guanxi practice,it limits the HRM policy of the possibility of manipulation.Conclusion 3:In the Chinese context management,as the influence of Confucianism on organization management,a lot of people think "qing","li" are more important than legitimate,which is not conducive to the implementation of HRM policy.Conclusion 4:Guanxi practice is directly affects organization nonmarket performance,such as ability to attract essential employees,ability to retain essential employees,Satisfaction of customers or clients,relations among employees in general.Conclusion 5:HRM policy and HRM implement interaction effect on organization performance(market performance and nonmarket performance)is remarkable.This is an enhanced interaction effect.When HRM implement level is high,HRM policy on organizational performance of positive promoting effect is stronger.Conclusion 6:HRM policy and Guanxi practice interaction effect on market performance is remarkable.The interaction effect can be found is a reverse adjustment.When Guanxi practice level is high,HRM policy on market performance of positive promoting effect to reduce instead.But as the non-market performance result variable,the interaction effect of HRM policy and Guanxi practice was not significant.Conclusion 7:HRM implement is the partial mediation effect in HRM policy and Guanxi practice interaction effect on market performance.As the influence of Confucianism on organization management,Guanxi practice mainly affected the implementation of HRM policy.Another HRM implement category is greater than the Guanxi practice.It affect just one aspect of HRM implement.This study found that guanxi practice influence HRM implement,which has played a regulation in HRM policy and organization performance.The study made a more in-depth analysis on the relationship between HRM and organization performance.The study is to distinguish HRM policy and HRM implement in HRM practice.The study result revealed guanxi practice through HRM implement brings negative effect of the organization.In Guanxi practice,HRM and organization performance research field,the research results also has a lot of important Revelations.To attach importance to HRM,it is the guarantee of improving organization performance.In addition,guanxi practice effect in organization has two sides(positive and negative effect),when the premise of effective utilization of guanxi practice positive effect,organization management shouldn't hurt other third party and should control and avoid guanxi practice brings to unfair atmosphere in organization.